Regardless of industry, company size or department function, turnover is a very real bottom line cost that can be measured in lost productivity, performance or profitability. In this webinar, we will share how leading organizations are using stay interviews to dramatically cut turnover costs using a proven method that can be implemented by any sized team.
9. AGENDAThe Solution: Stay Interviews
What is a Stay Interview?
A periodic, structured 1 on 1 conversation between a manager and
their direct report that identifies and reinforces the factors that drive
retention for that individual employee.
5 structured, strategic questions
Approximately 20 minutes in length
Optional Stay Plan for action items
Manager retention forecasting
Targeting Turnover |TalentTakeaways Series
11. AGENDAStay Interview Secret
Why do they work?
A one on one approach the cultivate meaningful conversations that:
Build trust & relationships
Identify reasons for retention and/or for turnover risk
Provide actionable data for management
Targeting Turnover |TalentTakeaways Series
12. AGENDAStay Interviews
Stay Interview Best Practices
90 days after new hire. 1-2 per year after.
20 minute sessions
Conducted by direct manager
5 questions (ask probing questions - listen & take notes)
2-3 action items for follow up at most
Targeting Turnover |TalentTakeaways Series
13. AGENDAStay InterviewQuestions
5 Key Stay Interview Questions
1. When you travel to work each day, what
things do you look forward to?
2. What are you learning here?
3. Why do you stay here?
4. When was the last time you thought
about leaving your team? What
prompted it?
5. What can I do to make your work
experience better?
Targeting Turnover |TalentTakeaways Series
14. AGENDAStay Interview Program
Targeting Turnover |TalentTakeaways Series
5 Keys to a Successful Stay Interview Program
1. Clearly defined retention goals
2. Method for tracking data & retention results
3. Consistent, prescriptive process
4. Employee & manager accountability
5. Manager tools & training
15. AGENDAStarting Stay Interviews
3 Steps to Getting Started Fast
1. Start Strategically – select a key group of
employees, a trusted manager or your
own team.
2. Start Smart – make sure your managers
have the tools and training needed to do
effective stay interviews.
3. Start Small – pilot with one team, one
location or department.
Targeting Turnover |TalentTakeaways Series
17. AGENDASTAYview ™ Online
Subscription based model of our award-winning stay interview software.
Built for any sized team (1 manager or more)
Simplified pricing (monthly subscription)
Simple setup (plug & play)
Easy to scale (start small and add more teams anytime)
Targeting Turnover |TalentTakeaways Series
18. AGENDASpecialOffer
Sign UpToday & Receive:
Special Discount
Free Setup & Support
Free 30 DayTrial
90 Day Money Back Guarantee
StayviewOnline.com
Special offer for webinar attendees
Targeting Turnover |TalentTakeaways Series
19. TARGETING
TURNOVER
How to Use Stay Interviews to
Dramatically Cut Turnover Costs
TalentTakeaways
webinar & podcast series
Editor's Notes
Monthly series of educational webinars and podcast interviews
Want to focus on trends, best practices and strategies for HR and talent management. Goal is to TAKEAWAY 1 good idea
Always looking for topic suggestions and speakers so let us know!
We offer a full suite of configurable cloud-based solutions built to improve manager efficiency & effectiveness.
Designed for the way they work and to give HR better insight into what they are doing
Award winning and trusted by some of the world’s leading brands
We offer a full suite of configurable cloud-based solutions built to improve manager efficiency & effectiveness.
Designed for the way they work and to give HR better insight into what they are doing
Award winning and trusted by some of the world’s leading brands
You are here likely because you are aware what we have been doing to solve turnover problems is not working (you know the stats about turnover, engagement)
Do you know what it’s costing you?
Do you know what’s causing it?
It’s time to find out and fix it!
We know the stats but do we really know how it affects us
Great place to start.
If need resources on how to do this, happy to share.
We have the right intentions, just the wrong tools.
Employee surveys (too broad, no follow through), performance reviews (focus on pay & promotions), exit surveys (too little too late, and rarely honest).
#1 reason employees leave is because of the relationship with their managers (not pay, benefits or their responsiblities)
Forbes: more Americans are quitting their jobs today than at any point in the past 4 years. People don’t leave companies, they leave managers.
We can’t fix that without working with them one on one
That’s where stay interviews come in.
The retention secret: HR sets retention strategy but managers have to execute
Stay interviews make it easy for managers to “cultivate meaningful conversations”
That’s where stay interviews come in.
The retention secret: HR sets retention strategy but managers have to execute
Stay interviews make it easy for managers to “cultivate meaningful conversations”
That’s where stay interviews come in.
The retention secret: HR sets retention strategy but managers have to execute
Stay interviews make it easy for managers to “cultivate meaningful conversations”
Strategy will vary depending on needs, structure of your org
STORY: my 2 stay interviews
Strategy will vary depending on needs, structure of your org
Strategy will vary depending on needs, structure of your org
Strategy will vary depending on needs, structure of your org
We listened to you and got back to work
And are excited to introduce STAYview Online
Easy to sign up. setup and get started with stay interviews
Inviting 50 organizations to join us
Want to personally help you setup and start stay interviews
Don’t want budget to stop you. Grab your spot. Have 30 days to pay
Happy to arrange demo